2. Chapter-04 Job Analysis and the Talent Management Process

Human Resources Management Job Analysis and the Talent Management Process

Learning Outcomes

• Define talent management and its importance.

• Explore global talent management strategy at SCB.

• Discuss the job analysis process and its significance.

• Describe methods for collecting job analysis information: interviews, questionnaires, observations.

• Write a job description and job specification.

• Conduct job pricing and create a job advertisement.

• Explain competency-based job analysis, its meaning and practical application.

The Talent Management Process

• Talent management is a comprehensive, systematic approach to planning, recruiting, developing, managing, and compensating employees.

• Steps in talent management:

  1. Decide which positions to fill.

  2. Build a pool of job candidates.

  3. Obtain applications and conduct initial screenings.

  4. Utilize selection tools.

  5. Make job offers.

  6. Orient, train, and develop employees.

  7. Appraise employee performance.

  8. Compensate employees to maintain motivation.

Case Study: Global Talent Management Strategy at SCB

• Creation of a talent factory.

• Focus on developing a talent pool.

• Emphasis on employee strengths over traditional HR competency models.

• Continuous development of a leadership pipeline.

Job Analysis

• Job analysis determines duties, skills required for a job, and candidate profiles.

• Products of job analysis:

  • Job Description: Outlines duties, responsibilities, and working conditions.

  • Job Specification: Lists human requirements (education, skills, personality).

Information Collected via Job Analysis

• Work activities.

• Human behaviors.

• Tools and equipment.

• Performance standards.

• Job context.

• Human requirements.

Uses of Job Analysis Information

• Recruitment and selection.

• Performance appraisal.

• EEO compliance.

• Compensation and training requirements.

Steps in Conducting a Job Analysis

1. Decide how to use the information.

2. Review relevant background information.

3. Select representative job positions.

4. Analyze the job.

5. Verify the job analysis information.

6. Develop job description and specification.

Organizational Chart

• Visual representation of job arrangements and reporting relationships.

Methods for Collecting Job Analysis Information

• Interviews.

• Questionnaires.

• Observation.

• Participant Diary/logs.

• Quantitative techniques.

• Internet-based methods.

Writing Job Descriptions

• Sections include:

  • Job Identification.

  • Job Summary.

  • Responsibilities and duties.

  • Performance standards.

  • Working conditions.

  • Job specifications.

Writing Job Specifications

• Specifications vary based on job type:

  • Trained personnel focus on experience and training.

  • Untrained personnel focus on physical traits and potential.

Competency-Based Job Analysis

• Employers utilize competencies for talent management.

• Job profiles are based on measurable competencies, attributes, and knowledge needed for exceptional performance.